According to Gazier, the concept of employability was first used at the beginning of the twentieth century. It was based on the dichotomy between ‘‘employable’’ individuals (capable and willing and/or needing to work) versus ‘‘unemployable’’ individuals (unable to work and who needed help). An economic conception of employability was then developed so as to achieve full employment through government measures designed to facilitate access to the labor market, especially for the most needy in a social democrat conception of society. In the 1950s and 1960s the emphasis was placed on the attitude toward work and on self-image; in the 1970s the emphasis shifted to knowledge and abilities. In the 1980s organizational approaches emerged that considered employability and the development of transferable skills as a way to increase people’s flexibility. Since the 1990s, the scope of employability has been extended to include the active population in general. Several scientific contributions have addressed the role of individuals in keeping and developing their employability during a transition between two occupations and within a specific occupation. The notion of ‘‘interactive employability’’ was introduced which ‘‘maintains the focus on individual adaptation, but introduces a collective/interactive priority’’.
Following these changes over time, different levels of objectives can be identified. Governments for example aim to achieve full employment, employers seek to find the best match between the needs of the company and available skills, and individuals are focused on optimizing their career trajectories. These objectives have been studied using different interdependent and complementary approaches to employability. This has resulted in multiple definitions and operationalizations for this concept, which Gazier described as being a ‘‘fuzzy notion, often ill-defined and sometimes not defined at all’’. Recently, several authors have endeavored to categorize studies to clarify the concept of employability Although the categories they propose differ somewhat, three main, non exclusive perspectives can be identified: educational and governmental, organizational, and individual.
How do you actually teach students to be more employable? How do you learn to be employable? What is it that leaders and managers do differently? What do teachers, trainers, coaches, lecturers and facilitators do that is different in the classroom, lecture hall, studio, workshop, training restaurant, etc? Which learning methods seem to work best? Here … Continue reading
Europe’s Employer – Their attitudes towards the unemployed, especially on skills and employability, and the effectiveness of their contact with public employment services
Based on original polling across five European countries, this report explores employers’ views on a range of issues related to long-term unemployment – their attitudes towards the unemployed, especially on skills and employability, and the effectiveness of their contact with public employment services. Employers are central to resolving long-term unemployment: they will decide whether or … Continue reading
How are colleges doing? Nearly seven out of ten employers surveyed indicated that colleges are doing a “good” or “excellent” job when it comes to producing successful employees; however, more work is required to change the minds of the 31% of respondents who gave colleges a “fair” to “poor” rating. HR has the most favorable … Continue reading
University of Kent, based on a number of surveys on the skills required by graduates undertaken by Microsoft, Target Jobs, the BBC, Prospects, NACE and AGR and other organisations, has produced a summary of the skills which were most often deemed important.has. Each element are clikable so you get more details on the skill. For … Continue reading
Employability is based on a set of individual characteristics. It is not equivalent to employment, but rather a prerequisite for (gainful) employment. It pertains to someone’s relative ability to obtain and maintain gainful employment, as well as make successful transitions from one job to the next, either within the same company or field or to … Continue reading
Universities / Employability / Professional experience and interpersonal skills are the biggest areas of improvement for graduates
The Global Employability Survey is an online survey conducted amongst recruiters in 20 countries worldwide with the objective of determining what makes the ideal graduate on a longer term. The survey focuses on the following subjects: What qualities should the ideal graduate have? What qualities make a graduate more employable in the long run? Which … Continue reading